Non-Discrimination and Non-Harassment Policy

Non-Discrimination Policy

(Applies to Faculty, Staff, and Students)

Northeastern Seminary complies with all applicable employment laws. There shall be no discrimination against any employee, applicant for employment, or any student on any basis prohibited by law. This non-discrimination policy applies to educational policies and programs and to terms and conditions of employment, which include (but are not limited to): recruitment, hiring, training, compensation, benefits, promotions, disciplinary actions, and termination.

It is the Seminary's policy that all employees and students should be able to learn and work in an educational environment free from harassment of any nature.

NOTE: The scope of this policy does NOT include sexual or gender related harassment or discrimination. Northeastern Seminary is an embedded institution within Roberts Wesleyan College and adheres to the college’s policy 108 Sexual Misconduct and Title IX Compliance policy. The full policy including information on sexual harassment or misconduct can be found at this link.

Definitions and Examples of Harassment

Harassment:   Written, verbal and/or physical conduct that denigrates or shows hostility or aversion toward an individual, and that has the purpose or effect of creating an intimidating, hostile or offensive employment or educational environment; or has the purpose or effect of unreasonably interfering with an individual's employment or academic performance. This includes taunting, degrading, threatening, or otherwise offensive or hostile remarks or behavior; including slurs, jokes, offensive stereotypes, or any kind of behavior which, in the employee’s opinion, impairs his/her ability to perform his/her job. Also, it is envisioned that students will be able to enjoy and work in an educational environment that does not impair their academic performance.

Appointment of Racial Harassment/Discrimination Officer

The Seminary appoints a racial harassment officer who will be directly accessible to members of the faculty, staff, and student body.

This person’s name is available by calling the office of human resources at 585.594.6260. The racial harassment officer will work closely with the executive director of human resources on all harassment inquiries and investigations.   He/she will investigate allegations of harassment and together with the executive director of human resources determine if harassment occurred or if the accusation was made in bad faith.   The racial harassment officer will also assist the office of human resources in the development of communications regarding harassment and educational efforts to prevent harassment.

Reporting Incidents of Discrimination

1. Students who believe they have been subjected to racial or another type of discrimination (not including sexual misconduct) should report the matter confidentially to the Seminary’s racial harassment officer, vice president and dean, or any member of the faculty or staff with whom they feel comfortable discussing the matter. If reported to a faculty or staff member, that member of the faculty or staff must report the discrimination complaint to the racial harassment officer or the vice president and dean. If the racial harassment officer believes further action is required, that person will include the vice president and dean in discussions to determine what action is required and how best to proceed. At this point, it is expected that the student making the report is willing to have his or her name accompany the report and is willing to cooperate with any investigation.

Whether further action is deemed necessary or not, all complaints should be reported to the officers of record (the executive director of HR for employee-related incidents or the dean of students for student-related incidents) so that repeat incidents can be tracked and accurate data kept.

2. Members of the faculty or staff who believe they have been subjected to racial or another type of discrimination (not including sexual misconduct) should report the matter to the racial harassment officer or executive director of HR or any appropriate supervisory person with whom they feel comfortable discussing the matter. If reported to a supervisory person, that person must report the complaint to the appropriate harassment officer or the executive director of HR. If the harassment officer believes further action is required, that person will include the executive director of HR in discussions to determine what action is required and how best to proceed.   At this point, it is expected that the person making the report is willing to have his or her name accompany the report and is willing to cooperate with any investigation.

Whether further action is deemed necessary or not, all complaints should be reported to the officers of record (the executive director of HR for employee-related incidents or the dean of students for student-related incidents) so that repeat incidents can be tracked and accurate data kept.

3. Members of the faculty or staff (including part-time, time-as-reported, and student employees) who are aware of an incident of harassment or discrimination affecting a member of the faculty, staff, or student body must report the matter confidentially to the racial harassment officer, vice president and dean, executive director of HR or a supervisory person with whom they feel comfortable discussing the matter. If reported to a supervisory person, that person must report the complaint to the appropriate racial harassment officer, vice president and dean, or executive director of HR. At this point, it is expected that the person making the report is willing to have his or her name accompany the report and is willing to cooperate with any investigation.

Whether further action is deemed necessary or not, all complaints should be reported to the officers of record (the executive director of HR for employee-related incidents or the dean of students for student-related incidents) so that repeat incidents can be tracked and accurate data kept.

Investigating Harassment/Discrimination Allegations

Every harassment complaint will be quickly and thoroughly investigated. Every effort will be made to begin investigations within one business day and complete investigations within ten business days. In addition, complaints will be kept as confidential as possible, however in order to conduct an investigation, some disclosure of information may be necessary. At the conclusion of the investigation, the complaining party will be notified of the results.

Disciplinary Actions for Harassing or Discriminating Behavior

If the finding of the investigation is that the alleged harassment charges against the alleged perpetrator have been substantiated, the perpetrator shall meet with the appropriate administrative personnel to discuss the consequences of having perpetrated harassment. The investigatory report will be filed in the perpetrator’s permanent student file, if the perpetrator is a student, or in the employee’s personnel file, if the perpetrator is an employee of the Seminary.

If the finding of the investigation is that the alleged harassment charges against the alleged perpetrator have not been substantiated, said charges shall be dropped, without further consequence or report being filed in the alleged perpetrator’s permanent student or employee file.

Education, including reinforcement of the provisions of this policy and the Seminary’s professional expectations, may occur throughout the investigation.

Consistent with the applicable provisions of Seminary policy, the Seminary will take prompt, appropriate disciplinary actions, including possible suspension or termination, against any faculty member, staff member, or student who is deemed to have engaged in harassment or to have made a false accusation of someone.

Dissatisfaction with Resolution of Complaint or Retribution for Reporting or Investigating an Incident

Northeastern Seminary will not engage in any type of retaliatory action against an individual who brings a harassment complaint in good faith. Furthermore, members of the faculty, staff or student body should contact the racial harassment officer, vice president and dean, or executive director of HR immediately if they believe there has been retaliation against any person who reported or investigated an allegation of harassment. In addition, anyone who believes that a harassment complaint has not been resolved satisfactorily should contact the racial harassment officer, vice president and dean, or executive director of HR.